Workforce Planning for Startups
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LIBBLER Innovating young talent acquisition Startup workforce planning & hiring
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How do you build a highly motivated team with an unknown brand and limited budget? What type of people should you hire while your business is evolving rapidly? What are the 'must knows' in motivating a Gen Y talent? How to create the right role for your business, how to attract the right person, and how to ensure you can retain them. Our Website: http://libbler.com/ For employers: http://www.libbleremployers.com/ Learn about LIBBLER : http://www.startupshk.com/libbler-career/
Transcript of Workforce Planning for Startups
LIBBLERInnovating young talent acquisition
Startup workforce planning & hiring
What is workforce planning?
To ensure an organization has the right people•in the right places •at the right time•at the right price •to execute its business strategy
Startup common pitfalls
“He’s cool, we should work with him!”
“She’s happy to work for free.”
Are you simply hiring people just like you, not what you
actually need?
“I have to create another new project for her.”
How good is she? Are you hiring her for the quality of her
work, rather than because she’s simply available/free?
Do you actually need this person at this point or are you
struggling to find the right work for her?
Does she have the competencies to be successful at a startup?
Startup workforce planning
1. CREATE
THE RIGHT ROLE
2. ATTRACT
THE RIGHTPEOPLE
3. HIRE
TORETAIN
It can be as simple as this!
1. CREATE THE RIGHT ROLE
Business needs
Things I can/should delegate
Which stage is your business in and what do you need to accomplish? Boil down your business needs into 3 buckets, prioritize and then carve out what you could delegate.
Create Product Make Money Get FundingSTRATEGIC
KEEP THE LIGHTS ON
NICE TO HAVE
What’s my MVP hiring need?
Things I can/should delegate
Create Product Make Money Get FundingSTRATEGIC
KEEP THE LIGHTS ON
Before you go out and hire, be lean!
✓
What should I look for?
HARD SKILLSaka
EXPERTISE
SOFT SKILLSaka
COMPETENCY
To carry out the critical tasks that you can’t do yourself or you need to increase capacity for. Have a focus! (Bad example: Software developer who also knows banking operations and with direct sales experience)
MOTIVATION
Consider the day-to-day tasks. What is the single most important competency to do the job well? (Good example: someone that works extremely hard and can handle the rapid changes)
Finding someone passionate and who can grow with the role & company. (Ensure that what they want from this role is what you can provide)
2. ATTRACT THE RIGHT PEOPLE
What they should know
WHAT YOU ARE BUILDING
WHAT YOU ARE WORKING ON
WHAT YOU NEED
WHY THEY SHOULD JOIN
...Without a big name, big pay, and big team
Universally attractive role profile
WHAT YOU ARE BUILDING
WHAT YOU ARE WORKING ON
WHAT YOU NEED
WHY THEY SHOULD JOIN
Innovating the way global companies hire and retain young talent...
Aggressively expanding our APAC clientele...
Talent expert to help train and manage our users online...
Access to top employers and direct mentoring...
WHAT WE SAY ABOUT LIBBLER:
Just like career mentoring
Motivational drivers vs. your attraction DNA
Learning & Challenge
Working environment
Career progressionSense of fulfillment
LifestyleFun & meeting
people
Prestige
Money
✓✓
3. HIRE TO RETAIN
Where do I hire them?
Sources of hiring:
Referrals from employees, clients, vendors
Target groups e.g. HK Developers association
LIBBLER for high potential business nerds!
Regular role posting sites (but be aware your role may get lost in the mass!)
How do I assess them?
HARD SKILLSaka
EXPERTISE
SOFT SKILLSaka
COMPETENCY
MOTIVATION
Easy.If you don’t have the technical skills to assess proficiency level, then get someone to help you.
Sort of difficult.Ask for specific examples instead of saying “Do you have good teamwork skills?”
Difficult but very important!“Why do you want to join?”Gauge whether interest is genuine (e.g. have done research), demonstrate deliberation of role.
Gen Y - the entitlement generation?
Nope. You have to learn how to engage them – SMART tasks & frequent feedback
Conclusion #1: Don’t settle!
TECHNICAL SKILLS
RIGHT ATTITUDECOMPETENCIES
POTENTIAL
MOTIVATED
With the right workforce planning and implementation, startups can recruit top quality talent.
MVP - Minimum Viable PersonsSmall projectsLess critical
Longer TermStrategic
Core Team
Conclusion #2: MVP to A-team
Experiment with smaller projects. Develop your talent pipeline with the long term goal to build a core team with the right role & organizational fit.
